Government of Malawi

Ministry of Labour

National HIV and AIDS Workplace Policy

June 2010

Ministry of Labour
Private Bag 344
Capital City
LILONGWE 3

FOREWORD
The AIDS pandemic is now a major global crisis and it constitutes a serious
public health problem which has far reaching consequences on social economic,
employment and human rights.
Beyond the suffering it imposes on individuals and their families, the pandemic is
profoundly affecting the social fabric of societies. HIV and AIDS is a major threat
to the world of work. It knows no social, gender, age or racial boundaries. It is
affecting the most productive segment of labour force and is imposing huge
costs on enterprises in all sectors through declining productivity, increasing
labour costs and loss of skills, experience, employee benefits, occupational
safety and health and workplace morale. The pandemic and its impact strike
hardest at vulnerable groups particularly women and children. The workplace is
well positioned to contribute to response as it offers an entry point to reach
young and adult populations.
This is why the government of Malawi is committed to making a strong statement
through a policy on HIV and AIDS at the workplace. The policy will be
instrumental in helping to prevent the spread of the pandemic, mitigate its impact
on workers and their families and provide social protection to help cope with the
disease. The policy covers key principles, such as the recognition of HIV and
AIDS as a workplace issue, non discrimination in employment, gender equality,
screening and confidentiality, social dialogue, prevention and care and support,
as the basis for addressing the pandemic in the workplace.
This policy guides and promotes sustainable workplace interventions by the
government, employers, employees, organizations, others in their efforts to
combating all forms stigma and discrimination in the workplace and will effectively
contribute to the objectives of the Malawi Decent Work Country Programme and
the Malawi Growth and Development Strategy (MGDS), particularly. The public
health, sanitation and HIV/AIDS management. At the international level, the
implementation of the policy interventions will significantly contribute towards the
achievement of the MDGs, the ILO Code of practice on HIV/AIDS and the world
of work and the ILO Recommendation concerning HIV and AIDS and the World
of Work (No.200) of 2010.
The problem of HIV and AIDS in the workplace poses a big challenge. My
ministry alone cannot single handedly eliminate it. I therefore call upon all social
partners, government ministries and institutions, civil society and all donor
communities to join us to face this challenge.

Yunus Mussa, M.P.

Minister of Labour

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PREFACE
HIV and AIDS have a serious impact on society and economies, on the world of
work in both the formal and informal sectors, on workers, their families and
dependants, on the employers and workers organizations and public and private
enterprises and undermine the attainment of decent work and sustainable
development. Workers have the right to work in an environment that protects
them from stigma, discrimination, unwarranted dismissals and other workplace
related abuses as stipulated in ILO Conventions, ILO Code of Practice on HIV
and AIDS and the World of Work of 2001 and the ILO Recommendation
concerning HIV and AIDS and the World of Work (No.200) of 2010, the
Constitution of the Republic of Malawi and other national laws and policies.
These instruments call for protection of workers and aim to achieve social justice
and combat discrimination and stigimatisation with regard to HIV and AIDS in all
aspects of work.
The Ministry of Labour will take the leading role in implementing the policy. The
institutional partners including Government Ministries and Departments, NGOs,
Workers Organization, Employers Organizations and the workplace at large will
compliment this. The Government of Malawi will endeavor increase budgetary
allocations in HIV and AIDS workplace interventions, while mobilizing resources
from development partners to supplement government funding. The adequate
financing of HIV and AIDS workplace interventions and effective implementation
of these interventions will contribute significantly towards the achievement of the
MGDS and the Malawi Decent Work Country Programme.
The policy is a product of consultations and collaboration amongst government,
employers, workers and other relevant stakeholders in the world of work. It
provides invaluable practical guidance to policy-makers, employers and workers
organizations and other social partners for formulating and implementing
appropriate workplace policy, prevention and care programmes.

Andrina F. Mchiela (Mrs)

Principal Secretary
Ministry of Labour

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ACKNOWLEDGEMENTS
The Government of Malawi wishes to express sincere gratitude to all the people
and organizations that have contributed to the development of this National HIV
and AIDS Workplace Policy.
Special thanks and appreciation go to the Special Task Force on the drafting of
the policy, the social partners and key stakeholders on the drafting of the Policy
for their hard work and dedication.
The Government also acknowledges the financial and technical support from the
National AIDS Commission (NAC), ILO/USDOL HIV/AIDS Workplace Education
Programme, whose support made the development of this policy possible.
Gratitude also go to each and everyone that contributed to the successful
production and adoption of this policy.

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ABBREVIATIONS AND ACRONYMS

AIDS

Acquired Immuno Deficiency Syndrome

ARV

Antiretroviral

FBO

Faith based Organisation

HIV

Human Immuno Deficiency Virus

HTC

HIV Testing and Counseling

ILO

International Labour Organisation

MDGs

Millenium Development Goals

MGDS

Malawi Growth and Development Strategy

NAC

National AIDS Commission

NAF

National Action Framework

NGO

Non Governmental Organisation

PEP

Post Exposure Prophylaxis

PLWHIV

People Living with HIV.

SADC

Southern Africa Development Community

STI

Sexually Transmitted Infection.

WHO

World Health Organization

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DEFINITIONS
Affected Employee means an employee whose life is changed by HIV or
AIDS owing to the broader impact of the epidemic. AIDS means the Acquired
Immune Deficiency Syndrome, a state of immune system depletion of the defence
of the body from a cluster of medical conditions
Competent Authority means an authority competent to exercise any power
or to discharge any duty or function under this policy
Employee means a person employed for wages under a contract of service.
Employer means the owner of an industry or the person with whom employee
has entered into a contract of service.
Employees Organisation means any combination of persons, the principal
purposes of which are the representation and promotion of employees interests
and the regulation of relations between employees and employers, and includes
federation of trade unions but not an organisation or association that is dominated
by an employer or employers organisation.
Employers Organisation means any combination established by employers,
the principal purposes of which are the representation and promotion of
employers interests and the regulation of relations between employers and
employees.
Epidemiological means related to disease patterns, causes, spread and
mechanisms of control in society.
Discrimination means any distinction, exclusion or preference which has the
effect of nullifying or impairing equality of opportunity or treatment in employment
or occupation.
Informed Consent means a process of obtaining consent from a patient that
ensures that every person fully understands the nature and implications of the
test before giving his or her agreement to it.
Family means a group comprising a husband, wife and their biological children
including dependent children.
HIV means the Human Immuno-Deficiency Virus, a virus that weakens the
bodys immune system thereby causing AIDS
HIV Positive means having tested positive for HIV infection.

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HIV Testing means taking a medical test to determine a persons HIV status.
Persons living with HIV employee means an employee who has tested
positive for HIV or who has developed AIDS.
Post Exposure Prophylaxis means taking certain steps in particular
providing antiretroviral medication, as soon as possible after exposure to HIV in
order to prevent infection.
Pre- and Post-Test Counseling means a process of counseling which
facilitates an understanding of the nature and purpose of the HIV test. It
examines what advantages and disadvantages the test holds for the person and
the influence of the result, positive or negative. It implies that the individual
understands what the test is, why it is necessary, the benefits, risks, alternatives
and any possible social implications of the outcome.
Prophylaxis means any medical or public health procedure whose purpose is
to prevent rather than treat or cure.
Reasonable Accommodation means any modification or adjustment to a
job or to the workplace that is reasonably practicable and will enable a person
living with HIV or AIDS to have access to or participate or advance in
employment.
Screening means measures whether direct (HIV testing), indirect (assessment
of risk-taking behaviour), or asking questions about tests already taken or about
medication.
Stigma means the social mark that, when associated with a person , usually
causes marginalization or presents an obstacle to the full enjoyment of social life
by the person infected or affected by HIV.
Social Partners means the Government, employers and their Organizations
and employees and their organizations.
Surveillance Testing means anonymous and unlinked testing which is done
in order to determine the incidence and prevalence of disease within a particular
community or group to provide information to control prevent and manage the
disease.
Universal precautions means minimum standards of infection control used
in the handling of blood and other bodily fluids to reduce the risk of transmission
of blood borne infections.

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Vulnerability means the unequal opportunities, social exclusion,

unemployment or precarious employment, resulting from the social, cultural,
political and economic factors that make a person more susceptible to HIV
infection and to developing AIDS.
Workplace means any place or premises in which one or more persons are
employed and includes apprentices, casual, part and full time employment and all
types of employment contract. It applies to the workplace in the broad sense of
the term

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1.

INTRODUCTION

1.1 Background
Since the discovery of the HIV case in Malawi in 1985, HIV and AIDS has had a
very profound and negative impact on the Malawi economy as the national
development agenda including delivery of services by the workforce. In the
Country Development Report (UNDP 2001), it has been noted that the major
challenges Malawi faces in its development agenda are HIV and AIDS, poverty
and governance.
The National prevalence rate amongst people aged 15 and 49 stands at 12.0%
as per the NAC (2008) estimate. This is the bracket where most employees are.
In addition, the 2004 MDHS shows that the HIV prevalence rate is higher among
working women (15%) and men (13%) than among their counterparts who are
not working (12% for women and 6% for men).
Just like in all sub-Sahara countries, employees in Malawi are a critical part of the
social and economic engineering of the society. They play a central role in
governance and facilitating economic and social development. The efficiency and
effectiveness of both the public and private sector in providing necessary
infrastructure and services is critical for economic growth and productivity of the
Malawi Nation. HIV and AIDS has a potential to undermine the services delivery
by the workforce to facilitate social and economic development, provide
governance and create an enabling environment for all in the development
process.
1.2 Rationale
HIV and AIDS are a serious public health problem that has socio-economic,
employment and human rights implications.
In the workplace, unfair
discrimination against people living with HIV and AIDS has been perpetuated
through practices such as pre-employment HIV testing, dismissals for being HIV
positive and denial of employee benefits and employment opportunities such as
training, etc.
The AIDS pandemic affects every workplace with prolonged staff illness,
absenteeism and death impacting on productivity, employee benefits,
occupational safety and health, costs and workplace morale.
One of the most effective ways of reducing and managing the impact of HIV and
AIDS in the workplace is through the establishment and implementation of HIV
and AIDS Policy and Programme. The policy will enable employers, employees,
Trade Unions and Government to actively contribute towards national efforts to
prevent and manage HIV pandemic.
This will also ensure that theres
coordination in the response to HIV and AIDS in society and consistency in the

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application and enforcement of rules, regulations and practices with regard to

HIV and AIDS.
1.3 Linkages with other relevant Policies.
The National HIV and AIDS Workplace Policy has been guided by the National
HIV and AIDS Policy (2003) and guidance was also obtained from the
International Labour Organization of Code of practice on HIV and AIDS and the
world of work of 2001, the International Labour Organisation Recommendation
(No.200) of 2010 concerning HIV and AIDS and the World of Work, as well as
The 1997 SADC Policy of Conduct on HIV and AIDS in the workplace.
Currently, a National HIV and AIDS Policy of 2003 is in place after it was
launched in February 2004. However that policy deals with general matters and
the section that deals with workplace issues only gives guidelines on what should
be contained in sectoral workplace policies. The National Policy envisaged that
specific employment sectors will develop their workplace policy to manage the
impact of HIV and AIDS.
The ILO code of practice on HIV and AIDS and the world of work, the
International Labour Organisation Recommendation (No.200) of 2010 concerning
HIV and AIDS and the World of Work and SADC code of conduct on HIV and
AIDS provide guidelines to address prevention of HIV and AIDS, management
and mitigation of the impact of HIV and AIDS, care and support of workers
persons living with HIV and affected by HIV and AIDS and elimination of stigma
and discrimination on the basis of real or perceived HIV status in the world of
work.
Various existing legislations in Malawi have also been taken into account
particularly those dealing with non-discrimination and respect for human rights
and the rights of employees such as:

The Constitution of the Republic of Malawi,

The Employment Act (Cap. 55:01),
The Labour Relations Act (Cap.54:01),
The Workers Compensation Act (Cap. 55:03)
The Occupational Health, Safety and Welfare Act (Cap.55:07).

These were analyzed to ensure that the Policy is not in conflict with the said
legislations.
Sectoral policies were also considered to see how they link with this workplace
policy. These are policies such as the National Gender Policy and others.

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2.0 BROAD POLICY DIRECTIONS

2.1 Vision
An HIV- free and highly productive National work force.
2.2 Mission
To reduce the prevalence of HIV amongst employees and attain improved
productivity through effective and quality HIV and AIDS prevention, treatment,
care and support interventions in the workplace.
2.3 GENERAL PRINCIPLES
The following general principles should apply to all action involved in the national
response to HIV and AIDS in the workplace:
2.3.1 Human Rights
That this policy is based on the fundamental principles of human rights and
patient rights, WHO/ILO/SADC standards and guidelines, medical and
occupational health, ethical principles, sound epidemiological data, prudent
business practice and humane and compassionable attitude to individuals.
2.3.2 Decent workplace and Human Dignity
That in the spirit of decent work and respect for the human rights and dignity
of persons living with HIV or affected by HIV and AIDS, there should be no
discrimination against employees on the basis of real or perceived HIV status
or related family responsibilities.
2.3.3 Parity with other serious diseases
That the policy aims at promoting equality and non-discrimination between all
individuals (those living with HIV and those who are not affected) and
between HIV and AIDS and other comparable health/medical conditions.
2.3.4 Compassion
That the Policy should create a compassionate, supportive and conducive
environment so that persons living with HIV and affected employees or those
perceived to be HIV positive are able to continue working under normal
conditions in their current employment for as long as they are medically fit to
do so.
That this policy is based on extension of compassion to the family of the
workers.

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2.3.5 HIV and AIDS as a workplace issue

That HIV and AIDS should be recognized as a workplace issue, and be
treated like any other serious illness/condition in the workplace, not only
because it affects the workplace, but also because the workplace, being part
of the local community, has a role to play in the wider struggle to limit the
spread and effects of the infection.
2.3.6 Gender Dimension
That the gender dimension of HIV and AIDS should be recognized, in
particular that the greater the gender discrimination in societies and the lower
the position of women, the more negatively they are affected by HIV and
therefore more equal gender relations and the empowerment of women are
vital to the successful prevention of the spread of HIV infection and
management thereof.
2.3.7 Cooperation of social partners
That the successful implementation of this policy and programme requires
cooperation and trust between employers, employees and their
representatives and the commitment of all social partners.
2.3.8 No compulsory HIV and AIDS screening
That HIV and AIDS screening whether direct (HIV testing), indirect
(assessment of risk-taking behaviours) or asking questions about tests already
taken or about medication should not be required of jobseekers and job
applicants or persons in employment.
2.3.9 Confidentiality
That there is no justification for asking job applicants or employees to disclose
HIV-related personal information, or should co-employees be obliged to reveal
such personal information about fellow employees and that access to
personal data relating to an employees HIV status should be bound by the
rules of confidentiality consistent with the ILOs Code of Practice on the
Protection of Employees Personal Data 1997.
2.3.10 Dismissal
That employment should never be terminated solely on the basis of an
individuals perceived or real HIV status or related family responsibilities, or
should HIV status influence retrenchment decisions or employer initiated early
retirement.
2.3.11 Accurate Information for All
That employers, employees and their immediate families should have access
to accurate and up-to date information about HIV and how it is spread, and to
education programmes which cover risk for HIV infection and coping
strategies.

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2.3.12 Equal Access to medical and employee benefits

Employees living with HIV are entitled to affordable health services and there
should be no discrimination against them and their dependants in access to
and receipt of benefits from statutory social security programmes and
occupational schemes.
2.3.13 Necessity of the Policy
That the same ethical principles that govern all health/medical conditions in
the employment context apply equally to HIV and AIDS, but that the gravity
and impact of the AIDS pandemic and the potential for discrimination create
the need for this HIV and AIDS policy.
2.3.14 Adherence to Regional and International obligations
The Government shall ensure that International treaties, Conventions,
Recommendations, guidelines, policies, codes of practice to which the
Republic is a member or signatory, impacting HIV and AIDS, human rights
and related issues, are adhered to.
2.4 Overall Goal:
The goal of this policy is to provide a set of guidelines for employers and
employees to address HIV and AIDS in the workplace.
2.5 Objectives
The objectives of this policy are.
(a) To reduce stigma and discrimination on the basis of real or perceived HIV
status.
(b) To manage and mitigate the impact of HIV and AIDS at the workplace
through provision of Treatment, Care and Support to employees persons
living with HIV and affected by HIV and AIDS
(c) To prevent the spread of HIV and AIDS.
2.6 Application of the Policy
The Policy applies to the public and private sectors, NGOs, including employers
and managers, jobseekers and job applicants, apprentices, casual, volunteers,
part and full time employees and to all types of employment contract. It applies to
the workplace in the broad sense with specific provisions concerning the informal
sector.
All employers and employees and their respective organizations are encouraged
to use this policy to develop, implement and refine their HIV and AIDS policies
and programmes to suit the needs of their workplace.

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3.0 POLICY THEMES

3.1 HIV Testing
Voluntary HIV testing and counseling is a very powerful tool in the response to
AIDS pandemic for all purposes, including the workplace as it motivates people
towards positive behaviour change and offers an opportunity to access treatment,
care and support services.
HIV testing must be genuinely voluntary and free of any coercion and testing
programmes must respect international guidelines on confidentiality, counseling
and consent.
Further voluntary anonymous and unlinked surveillance may occur provided it is
undertaken in accordance with the ethical principles of scientific research,
professional ethics and the protection of individual rights and confidentiality.
Where such research is done, workers and employers should be consulted and
informed that is occurring
HIV testing or any form of screening for HIV should not be required of workers,
including migrant workers, jobseekers and job applicants.
Migrant workers, or those seeking to migrate for employment, should not be
excluded from migration by countries of origin, of transit or of destination on the
bas of their real or perceived HIV status.
However, non-voluntary HIV or testing for exclusion from employment or training
opportunities is not only counter productive to the response to HIV and AIDS but
also a grave infringement of the human rights of People Living with HIV .
3.1.2 Goal
Ensure all employees have access to HIV testing and counseling services in
order to know their HIV Status.
3.1.3 Objective
To promote HTC for surveillance purposes for all employees whose results
will not be used for employment purposes.
3.1.4 Strategies
(a) Employers shall encourage HTC
Employers shall encourage all employees to go for HTC services. This
shall only be carried out at the request or initiative of the employee and in
such a case the test shall be carried out by a suitably qualified personnel
and on condition that:

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(i) express informed consent of the individual is obtained;

(ii) HIV pre-testing and post-testing counseling services are available and
provided to the employee by qualified personnel;
(iii) results of such testing are kept confidential in terms of this policy;
(iv) gender sensitive pre- and post-test counseling, which facilitates an
understanding of the nature and purpose of the HIV tests.
(b) Surveillance HIV Testing to be carried out.
Surveillance testing for epidemiological or impact studies purposes is not
prohibited under this policy.
Such testing shall be carried out at regular intervals as long as it is
anonymous, unlinked and for non-employment reasons.
However, it may be used for budgeting and planning purposes as well as
monitoring and evaluation of this policy and programme
(c) No Mandatory HIV testing for employment purposes.
Employers shall ensure that no employee undergoes mandatory HIV
testing or HIV screening for employment purposes.
Being HIV positive alone does not render any person incapable of carrying
out any functions or duties, which that person would otherwise be capable
of carrying out. The only medical requirement for any person to fill any
vacancy at the work place as a suitable candidate is fitness for the work
assigned to that position and that ones HIV positive status shall not form
part of medical criterion for such fitness.
For national security reasons, it is important that the Army, Police, Prisons
and Immigration be permitted to carry out HIV testing as part of their prerecruitment and periodic general medical assessment of staff for purposes
of establishing fitness.
Government undertakes to permit HIV testing in the Army, Police, Prisons
and Immigration as part of a broader assessment of fitness for work.
Whilst, therefore, prospective employees may be required to undergo a
medical examination to determine their fitness to fulfill the job
requirements, it shall not be compulsory for any prospective employee
(i) to be tested for HIV,
(ii) to disclose their HIV positive status.

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(d) No deliberate HIV testing for training, promotion or career

advancement
Employers shall not base their decision for training, promotion and career
advancement of any of their employees on the basis of ones HIV status.
However, where it is proved by credible medical evidence that an
employee is medically unfit for long term training the employer may
withhold long term training support but will continue to provide short term
training to such an employee for as long as the employee is still capable of
providing relevant services to the employer.
3.2 Prevention and Control
3.2.1 Rationale
Workplace HIV and AIDS information and education are very essential in
combating the spread of HIV infection as well as eliminating misconceptions
surrounding HIV and AIDS to foster greater tolerance for employees living
with HIV. Prevention strategies should be adapted to workplace conditions
and the type of workplace, and should take into account gender, cultural,
social and economic concerns.
One of the most effective ways of reducing, controlling and managing the
impact of HIV and AIDS is through the implementation of HIV and AIDS
programmes for prevention in addition to treatment, care and support in the
work place.
There is a risk of HIV transmission in the work place in some occupations.
For example, there exist occupational accidents that involve body fluids,
particularly in the health profession. It is, therefore, mandatory that an
employer should provide and maintain a work place that is safe and without
undue risk to the health of its employees.
3.2.2 Goal
Ensure sustainable, appropriate and effective HIV and AIDS prevention and
control programmes are in place in all workplaces.
3.2.3 Objective
To develop and promote sustainable, appropriate and effective HIV and AIDS
prevention and control programmes in the workplaces and create a safe and
conducive working environment for employees.
3.2.4 Strategies
(a) Information and Education for Behaviour Change.
It is an essential component of this policy to provide or cause to be
provided for the benefit of every employee at designated sites within the

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work places and at such times as employers shall appoint education and
information for behavior change relating to:
(i) the promotion of safer sex and risk reduction measures in relation to STIs
including HIV;
(ii) the transmission of STIs including HIV
(iii) prevention of transmission of HIV from mother to child (PMTCT),
(iv) the prevention of the spread of HIV and STIs;
(v) Counseling facilities for persons living with HIV and affected employees
within and outside the work places;
(vi) the risk factors such as occupational mobility, that make certain categories of
employees more susceptible to HIV infection;
(vii)the need to be non-discriminatory towards employees living with or perceived
to be living with HIV;
(viii) promotion of personal hygiene and proper nutrition for all employees:
Such education and prevention measures shall as far as practicable be
conducted at the work place during working hours
The above services and programmes will be a continuing process and will be, as
far as possible, extended to their families and dependants shall collaborate with
the surrounding Communities
The strategies used shall be non-stigmatizing and gender sensitive with special
emphasis on the vulnerability of women to HIV and prevention strategies that can
lessen their vulnerability
Ensure that women receive information and education about their babies and
their increased risk or vulnerability to HIV infection.
Ensure that education for men includes awareness raising, risk assessment and
strategies to promote their responsibilities regarding HIV and AIDS prevention,
treatment, care and support.
Employers shall also provide counseling and education on abstinence for the
unmarried; faithfulness and respect for the sanctity of marriage for the married
(b) Specialized training for specific groups of employees
The employer will ensure that internal training for trainers and peer educators;
and supervision is undertaken as this will minimize expenses and ensure that
employers have readily available resource persons
Special training should also be provided for peer educators, labour inspectors
and those employees who come into contact with blood and other body fluids to
equip them appropriately in their duties.

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(c) Condom availability

In their effort to promote safer sex, employers shall in addition to promoting
abstinence, faithfulness and safer sex, make condoms available to employees. In
this connection, employers will ensure that information regarding correct and
consistent condom use is made available to user groups.

(d) Protective clothing and universal precautions.

Employers should undertake to provide appropriate protecting clothing, devices
and equipment to all employees engaged in designated high-risk occupations or
tasks to minimize the risk of transmission of HIV
Employers should undertake to provide appropriate training, together with clear
and accurate information and guidelines on minimizing the hazards of the spread
of HIV and related communicable diseases and education on the use of universal
precaution to identify, deal with and reduce the risk of HIV transmission.
All employees shall receive training about infection control procedures in the
context of workplace accidents and first aid.
3.2 Treatment, Care and Support.
3.2.2Rationale
Prevention, treatment, care and support services are all mutually reinforcing
elements of a continuum of an effective response to HIV and AIDS. Therefore, in
addition to prevention strategies there is need to put in place strategies for
treatment, care and support.
One of the most effective ways of reducing and managing the impact of HIV and
AIDS is through the implementation of HIV and AIDS programmes for treatment,
care and support in the workplace in addition to prevention programmes.
The policy should, therefore, create a compassionate, supportive and conducive
environment so that employees living with HIV or those perceived to be HIV
positive are able to enjoy the support services provided and continue working
under normal conditions in their current employment for as long as they are
medically fit to do so.
3.2.3Goal
Ensure sustainable, appropriate and effective HIV and AIDS treatment, care and
support programmes are in place in all work places.

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3.2.4Objective
(i) To develop sustainable, appropriate and effective HIV and AIDS treatment,
care and support programmes in the workplace
(ii) To promote sustainable, appropriate and effective HIV and AIDS treatment,
care and support programmes in the workplace.

3.2.5Strategies
(a) Post Exposure Prophylaxis (PEP), Anti-Retroviral Therapy (ART),
Prevention of Mother to Child Transmission (PMTCT), Community
Home Based Care (CHBC) and nutritional support.
The employer shall also provide training and education on the steps that must be
taken after an occupational exposure to HIV including access to PEP.
The employer is committed to ensuring that employees have access to the
following care, treatment and support programmes:
(i) Prevention and treatment of HIV-related illnesses
(ii) Anti-Retroviral Therapy
(iii) Post Exposure Prophylaxis
(iv) Community Home Based Care services,
(v) Prevention of Mother to Child Transmission
(vi) Treatment of Sexually Transmitted Infections
(vii)Nutritional support
(viii) Provider-initiated HIV testing and counseling
Where an employee has been exposed to HIV as a result of on-the-job accident
the employer shall be obliged to provide PEP to that employee free of charge.
Every employer shall ensure that employees have access to care, treatment and
support services.
(b) Reasonable accommodation
Employers shall take steps to adapt the workplace to accommodate employees
with illnesses by applying measures such as the re-arrangement of working time,

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job sharing, the modification of the employees duties, special equipment,

opportunities for rest breaks, time off for medical appointments and counseling,
flexible sick leave, care for dependants, part-time work, return-to-work
arrangements, accepting a less than ideal level of performance as long as
minimum standards are met.

3.3 Protection and Promotion of Rights of Employees.

3.4.1Rationale
Discrimination against PLWHIV worldwide has been perpetrated through
practices such as dismissal, unfair termination of employment (redundancy or
retrenchment) on the basis of being HIV positive and denial of employee benefits
if known to be persons living with HIV with HIV. Such practices are against
fundamental principles of human rights. It is also essential that co-employees
should protect PLWHIV from stigmatization and discrimination.
All persons with HIV or AIDS have the constitutional right to privacy. An
employee is, therefore, not legally required to disclose his or her HIV Status to
their employers.
It is of common knowledge that the greater the gender discrimination and the
lower the position of women, the more negatively women are affected by HIV
and, therefore, more equal gender relations and the empowerment of women to
enjoy equal rights with men is vital to the successful response to HIV and AIDS in
the workplace.
3.4.2Goal
Ensure non-discrimination in the work places based on HIV status or gender by
promoting practices where all employees have equal access to employee
benefits and opportunities irrespective of HIV status or gender.
3.4.3 Objective
To promote and protect the rights of all employees and ensure that employee
benefits and dismissal or redundancy are not based on the HIV Status or gender
of an employee.
3.4.4Strategies
(a) Confidentiality and Voluntary disclosure of HIV status

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National HIV & AIDS Workplace Policy

(i) The employer shall encourage all employees to be open about their HIV
status. This could be achieved through prevention and education programmes.
(ii) Any disclosure by an employee on his or her HIV status shall be treated
confidentially by the employer and shall not be disclosed to fellow employees by
the employer.
(iii) Every employee has the right to confidentiality about their HIV status.
(iv) An employees HIV status should not be required in any routine medical or
personnel report and such information (where available) shall be kept on medical
files kept only by a designated official.
(v) Breach of any of the foregoing provisions on confidentiality should be treated
as a disciplinary action against the employee alleged to have made such breach.
Employers should have procedures that can be used by workers and their
representatives for work-related grievances. These procedures should specify
under what circumstances disciplinary proceedings can be commenced against
any employee who discriminates on the grounds of real or perceived HIV status
or who violates the workplace policy on HIV and AIDS.
(vi) No employee should stigmatize or victimize any fellow employee or employer
on grounds of HIV and AIDS.
(vii)Employees may not be required to divulge information about the HIV/AIDS
status of their fellow employee, and that access to personal data relating to a
employees HIV status should be bound by rules of confidentiality.

(b) HIV Status shall not affect Job Status or Employment Benefits.
(i) An employees HIV status shall not be a factor in deciding whether or not to
promote that employee.
(ii) No employee shall be transferred based on his or her HIV status except in
relation to reasonable accommodation.
(c) Gender and Sexual Harassment.
(i) Employers shall ensure that they give equal opportunities to all in access to
employment in the workplace without regard to sex or other status.
(ii) Employers shall not condone any form of sexual violence or harassment in
their workplaces.

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National HIV & AIDS Workplace Policy

(iii) Employers shall ensure that gender sensitive grievance procedures are put in
place to enable women who are sexually abused or harassed to lodge their
complaints without hindrance or other impediments.
(iv) Employers shall ensure that womens legal rights are protected
(d) Termination of Employment.
(i) Employers shall not terminate any employees employment solely based on
perceived or real HIV status.
(ii) Where an employee with AIDS related condition is too ill to continue to work
and where reasonable accommodation have been exhausted, termination of
employment may be considered in accordance with the provisions of the law and
with full benefits.

3.5 Workplace Impact Mitigation

3.5.1Rationale
HIV and AIDS should be recognized as a work place issue, and be treated just
like any other serious illness/condition in the work place. This is so not only
because it affects the workplace, but also because the work place, being part of
the local community, has a role to play in the wider response to mitigate the
impact of the HIV and AIDS. Mitigation of the impact of HIV and AIDS in the
work place is our integral part of the response to the epidemic.
3.5.2Goal
Ensure a work place that has a supportive environment for those employees who
are persons living with HIV or affected by HIV and AIDS so that they may
continue to work productively for as long as possible.

3.5.3

Objective

To promote appropriate and effective ways of managing the impact of AIDS

pandemic in the work places and on the employees.
3.5.3Strategies
(a) Employees Welfare Programme

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National HIV & AIDS Workplace Policy

(i) The employer may make available to employees loans and other facilities to
enable them better prepare for their early retirement.
(ii) The employer may endeavour to provide employees a fair remuneration to
enable them access and afford suitable nutrition.
(b) Wills and Death Benefits
(i) Employees should be encouraged to write Wills to protect death or
occupational benefits.
(ii) Employers should provide technical back up to facilitate such writing of Wills.
(c) Medical Scheme for Employees
Employers should encourage employees to join medical schemes.

3.6 Database Management Systems

3.6.1 Rationale
For proper monitoring and evaluation exercises of the progress on the fight
against HIV and AIDS in the workplace, it is imperative to maintain an up to date
database management system on human resources, costs and related facilities.
3.6.2 Goal
Institutionalise a flexible workplace database management system that guides the
fight against HIV and AIDS in the workplace.
Employers will establish and maintain confidential individual sickness records. In
addition employers will establish and maintain sickness and death database in the
workplace. This will enable employers prepare appropriate budget allocations for
HIV and AIDS programmes as well as to take appropriate corrective and
prevention measures where necessary and they may also use data for impact
assessment studies.
3.6.3 Objective
To establish comprehensive workplace database management systems on human
resources, labour attrition, labour costs and related facilities in the fight against
HIV and AIDS.
3.6.4 Strategies

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National HIV & AIDS Workplace Policy

(a) Maintain both paper and electronic data base system on human resource,
labour costs and related facilities in the fight against HIV and AIDS.
(b) Workplace inspections on database by the ministry responsible for Labour
issues.
(c) Standardization and updating of source documents for maintaining records on
human resource, labour costs and related facilities in the fight against HIV and
AIDS.
(d) Execute regular research on labour market issues and HIV and AIDS at the
workplace.
(e) Mobilise resources for database management systems at the workplace.
(f) Provide for a strategic institution for database management.
4.0

Implementation Arrangements.

Most policies and strategies have failed to make an impact because of lack of
sustainable and effective implementation arrangements. In order to ensure the
success of this policy it is essential to put in place implementation mechanisms
with clear demarcation of roles of various stakeholders.
Ministry responsible for labour issues shall be the overall coordinator and
manager of this policy.
4.1 General Roles and Responsibilities
(a) The Ministry responsible for Labour and Competent Authorities
(i)

The ministry responsible for labour shall ensure coherence of National

HIV and AIDS strategy and programmes at the workplace.

(ii)

The ministry responsible for labour shall ensure that the composition of
HIV/AIDS Committees includes representatives of employers,
employees and of Ministries responsible for labour and social
matters.

(iii)

The competent Authorities shall mobilise and support broad

partnership for protection and prevention, including public agencies,
the private sector, employees and employers organizations Faith
Based Organisations (FBO) and other NGOs so that the greatest
number of actors in the work place is involved.

(iv) The ministry responsible for labour shall facilitate and co-ordinate all
workplace interventions and provide an enabling environment at
National level. Coordination shall build on measures and support

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National HIV & AIDS Workplace Policy

services already in place, for example those related to promoting

employment opportunities for persons with disabilities and
mainstreaming gender issues in all programmes.
(v)

The competent Authorities shall initiate, promote awareness and

prevention programmes to counter stigmatization and reduce the
prevalence of HIV in the workplace.

(vi) The ministry responsible for labour shall ensure that benefits under
National laws and regulations apply to employees with HIV and AIDS
no less favourable than to employees with other serious illnesses.
(vii) In designing and implementing social security programmes, The
Ministry responsible for labour shall take into account the
progressive and intermittent nature of the disease and tailor schemes
accordingly.
(viii) To achieve coherence with national AIDS plans, to mobilize the social
partners, and to facilitate planning to mitigate its socioeconomic
impact, the competent authorities shall carry out and publish the
findings of ethical and other research on HIV and AIDS and the
workplace, including gender-sensitive analysis, using where
appropriate, research from employers and their organizations and
employees organizations.
Data collection shall to the extent
possible, be sector-specific, and disaggregated by sex, age,
employment, and occupational status among other key variables.
(ix)

The Ministry responsible for labour shall estimate the cost implications
of HIV and AIDS, and develop and implement proposals to finance
the consequences for social security systems and employee benefit
schemes.

(x)

The Ministry responsible for labour in consultation with the social

partners and experts in the field of HIV and AIDS shall provide the
relevant regulatory framework and revise labour laws.

(xi)

The competent authorities shall supply technical information and

advice to employers and employees concerning the most effective
way of complying with legislation and regulations applicable to HIV
and AIDS and the workplace. They shall strengthen enforcement
structures and procedures, such as factory/labour inspectorates and
labour courts and tribunals, so that protection and prevention laws
are enforced and applied as far as practicable in the informal sector.

(xii) In extending HIV and AIDS prevention to the informal sector, The
Ministry responsible for labour in collaboration with informal sector

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National HIV & AIDS Workplace Policy

groups shall, as far as possible, adapt and extend its programmes,

and include income generation and social protection measure.
(xiii) The Ministry responsible for labour shall ensure care and support in
the context of HIV and AIDS through public health care programmes
and other appropriate government initiatives.
(xiv) The Ministry responsible for labour shall promote and support
collaboration at regional and international levels, and through
intergovernmental agencies, especially UNAIDS, so as to focus
international attention on HIV and AIDS and on needs in the
workplace.
(xv) The Ministry responsible for labour shall enlist international assistance
in support national programmes. It shall take initiatives aimed at
supporting international campaigns to reduce the cost of and
improve access to antiretroviral drugs.
(xvi) The Ministry responsible for labour shall collect, compile and analyze
data on HIV and AIDS, sexually transmitted diseases and
tuberculosis and other related conditions and make it available in the
public domain.
(xvii) Responsibilities for monitoring evaluation and review of the policy and
its implementation shall lie with the social partners at national,
regional level and district level and with relevant officers of
government in population and health development matters.
(xviii) The Ministry responsible for labour shall carry out the above functions,
responsibilities and activities in line with the National HIV and AIDS
Framework 2005 2009 (June, 2005) or any revisions for
replacement thereof and other related documents and policy
guidelines.
(xix) The Ministry responsible for labour shall ensure that copies of this
Policy are available and accessible to employers, employees and
their representative organizations and other stakeholders.
(xx) The competent authorities shall ensure that the labour inspectors
undertake specialised training on HIV and AIDS prevention and
protection strategies at the work place as part of their advisory
services and capacity building training.
(xxi) In programmes to eliminate child labour, The Ministry responsible for
labour should ensure that attention is paid to the impact of the
epidemic on children and young persons whose parent or parents
are ill or have died as a result of HIV and AIDS.

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National HIV & AIDS Workplace Policy

(xxii) The Ministry responsible for labour shall take measures to identify
groups of workers who are vulnerable to infection, and adopt
strategies to overcome the factors that make these workers
susceptible.
The Ministry responsible for labour should also
endeavour to ensure that appropriate prevention programmes are in
place for these workers.
(b) Employers and their Organisations.
(i)

Employers shall consult and agree with employees and their

representatives to develop and implement an appropriate policy for
their workplace; which prevents the spread of the infection and
protects all employees from discrimination related to HIV and AIDS.
Such policy shall adhere to this policy.

(ii)

Employers shall adhere to the Labour Relations Act and practice in

relation to negotiating terms and conditions of employment about HIV
and AIDS issues, and endeavour to include provisions on HIV and
AIDS protection and prevention in national, sectoral and enterprise
bargaining agreements.

(iii)

Employers and their organizations shall initiate and support

programmes at their workplace to inform, educate and train
employees about HIV and AIDS and the enterprises policy, including
specific staff benefits and entitlements.

(iv) Employers shall develop appropriate strategies to understand, assess

and respond to the economic impact HIV and AIDS on their
particular workplace and sector. This shall be done in cooperation
with employees representatives.
(v)

In the spirit of good corporate citizenship, employers and their

organizations shall, where appropriate, encourage fellow employers
to act in accordance with this Policy, and encourage government to
take all necessary action to stop the spread of HIV and AIDS and
mitigate its effects. Other partnerships such as joint business-trade
councils on HIV and AIDS should be encouraged to support these
processes.
(vi) Employers in this sector shall investigate and, where appropriate,
develop prevention and care programmes through the mutual health
funds that are established for small and micro-enterprises. City,
Town and District Assemblies will be expected to assist in the
delivery of such services and programmes to employees in the
informal sector.

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National HIV & AIDS Workplace Policy

(vii) Employers and their organizations shall contribute to international

partnerships in the fights against HIV and AIDS.
(viii) Employers shall ensure that the policy is available and accessible by
employees and their organizations and also ensure that they include
the policy in their orientation, education and training programmes of
employees.
(ix)

Employers shall encourage employees to write wills to protect terminal

benefits in case of death.

(c) Employees and their Organization

(i)

Employees and their organizations shall consult with their employers

and agree on the implementation of an appropriate policy at their
workplace, which prevents the spread of the infection and protects
all employees from discrimination related to HIV and AIDS.

(ii)

Employees and their organizations shall adhere to the Labour Relations

Act and practice when negotiating terms and conditions of
employment relating to HIV and AIDS issues, and endeavor to
include provisions on HIV and AIDS protection and prevention in
national, sectoral and enterprise bargaining agreements.

(iii)

Employees and their organizations shall use existing union structures

and facilities to disseminate information on HIV and AIDS in the
workplace, and develop educational materials and activities
appropriate for employees and their families, including regularly
updated information on workers rights and benefits.

(iv) Employees and their organizations shall cooperate with employers to

develop appropriate strategies to understand, assess and respond to
the economic impact of HIV and AIDS in their particular workplace
and sector
(v)

Employees and their organizations should encourage employers, their

organizations and lobby Government to take all necessary action to
stop the spread of HIV and AIDS and mitigate its effects.

(vi) Employees and their organizations shall support and encourage the
employers in creating and implementing personnel policy or
practices that treat employees with HIV and AIDS no differently from
other employees.
(vii) Employees and their organizations shall develop and carry out training
courses for their representatives on workplace issues raised by the

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National HIV & AIDS Workplace Policy

epidemic, appropriate response, and the general needs to people

living with HIV and AIDS.
(viii) Employees have the right to access their own medical files.
Employees organizations should not have access to personnel data
relating to a workers HIV status. In all cases, when carrying out
trade union responsibilities and functions, the rules of confidentiality
set out in the ILOs Occupational Health Services Recommendation,
1985 (No. 171), shall apply
(ix)

Employees and their organizations should extend their activities to the

informal sector, in partnership with non-governmental and
community-based organizations where appropriate, and support new
initiatives that help both to prevent the spread and mitigate the
impact of HIV and AIDS.

(x)

Employees organizations should build solidarity across national

borders by using sectoral, regional and international groupings to
highlight HIV and AIDS and the workplace, and to include it in
employees rights campaigns.

(xi)

The employees and their organizations shall carry out the above
functions and responsibilities and activities in line with the National
HIV and AIDS Framework 2005 2009 (June, 2005) and other
related documents and policy guidelines.

(xii) Trade Unions shall include the Policy in their education and training
programmes of shop stewards and employees.
(xiii) Trade Unions with the assistance of Government and Employers shall
ensure that the policy is available and accessible to employees in at
least the major vernacular languages in Malawi provided that in case
of conflict between the different versions the English version shall
rule.
(xiv) The employees shall take responsibility for their own health and that of
their immediate families; they shall participate actively in the HIV and
AIDS programmes and take the lessons learnt to their homes and
communities.
(d) The National AIDS Commission
(i)

The main role of NAC is to ensure overall coordination of HIV and

AIDS response in Malawi;

~ 28 ~
National HIV & AIDS Workplace Policy

(ii)

NAC shall support the ministry responsible for labour in conducting

advocacy for the National HIV and AIDS Workplace Policy in line
with their mandate for advocacy of the National HIV and AIDS Policy;

(iii)

Provide technical support for the policy and programme development

as well as implementation of this policy and Programme;

(iv) Mobilise financial resource and channel funds for the implementation
of the programme activities under the National HIV and AIDS
Workplace Policy
(v)

To ensure that this policy is consistent with the National HIV and AIDS
Policy;

(vi) Co-ordinate and link the monitoring and evaluation systems of the
workplace policy as a component of the national monitoring and
evaluation system for the National HIV and AIDS Policy.
(vii) To be a resource centre for advice and technical support for all
stakeholders in policy and programme activities.
4.2 Budget and Funding
The government and employers shall allocate adequate resources towards the
implementation of the National HIV and AIDS Workplace Policy.
The National AIDS Commission shall also mobilise additional funds and technical
assistance from international co-operating partners in consultation with the
Ministry responsible for labour and other stakeholders.

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National HIV & AIDS Workplace Policy

5.0

Monitoring and Evaluation

5.1

Objective

To ensure that the policy objectives are achieved and adjustments are made to
take care of identified shortfalls.
5.2 Policy statement on Monitoring and Evaluation.
The Ministry responsible for labour in collaboration with employers, employees
and the National AIDS Commission shall conduct regular appraisals to analyse
the impact of the pandemic on the future of the labour force, its structures,
operations and functions and monitor the effectiveness of the policy and
programmes in achieving the goal.
5.3 Planning
HIV and AIDS have negative impact on human resource in the workplace.
Government and employers should ensure they have in place adequate
mechanisms, training plans and recruitment programmes that ensure that there
will be adequate and qualified personnel at all times in the workplace.
5.4 Review of Policy
This policy shall be reviewed to ensure that it remains relevant and responsive to
the needs of the Malawi nation. This review will take into account the progress
and the impact of the pandemic current developments in scientific and other
technological advancements. The policy shall be reviewed at least once in every
three years or at any time before the three-year cycle as need arises.

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National HIV & AIDS Workplace Policy

6.0 ACTION PLAN

Specific goal

Specific objective

Strategy(ies)

Ensured
that
all
employees have access
to
HIV
testing
and
counseling services so
that they know their HIV
Status

To promote VCT for

surveillance purposes for
all
employees
whose
results will not be used for
employment purposes

Ensured
sustainable,
appropriate
and
effective HIV and AIDS
prevention and control
programmes are in place
in all workplaces.

Sustainable, appropriate
and effective HIV and
AIDS treatment, care
and
support
programmes are in place
in all work places.

Responsibility
for
implementation

Employers
shall
encourage HTC
Surveillance HIV Testing
to be carried out.
No
Mandatory
HIV
testing for employment
purposes
No deliberate HIV testing
for training

Employers,
MOL,
Unions,
NAC, Ministry of
Health, Centre
for
Social
Research
(UNIMA)

To develop and promote

sustainable, appropriate
and effective HIV AND
AIDS
prevention
and
control programmes in
the
workplaces
and
create
a
safe
and
conducive
working
environment
for
employees.

Information
and
Education for Behaviour
Change
Specialized training for
specific
groups
of
employees
Condom availability
Protective clothing and
universal precautions

Employers,
MOL, Unions

To develop and promote

sustainable, appropriate
and effective HIV and
AIDS treatment, care and
support programmes in
the workplace

Post
Exposure
Prophylaxis (PEP), AntiRetroviral
Treatment,
Prevention of Mother to
Child
Transmission
(PMTCT),
Community

~ 31 ~
National HIV & AIDS Workplace Policy

Time
frame

Performance
indicator

Biennial

Quarterly
promotion
reports
Biennial
%age
on
response
VCT
promotion

Home
Based
Care
(HBC),
Nutritional
support, etc
Reasonable
accommodation

Discrimination in the work

places based on HIV
status or gender by
promoting
nondiscriminatory practices
where all employees
have equal access to
employee benefits and
opportunities irrespective
of HIV status or gender.

To promote and protect

the
rights
of
all
employees and ensure
that
enjoyment
of
employee benefits and
dismissal or redundancy
are not based on the HIV
Status or gender of an
employee.

Confidentiality
and
Voluntary disclosure of
HIV status
HIV Status shall not
affect Job Status or
Employment Benefits
Gender
and
Sexual
Harassment
Termination
of
Employment

Ensure a work place that

has
a
supportive
environment for those
employees
who
are
persons living with HIV or
affected by HIV AND
AIDS so that they may
continue
to
work
productively for as long
as possible

To promote appropriate
and effective ways of
managing the impact of
HIV AND AIDS epidemic in
the work places and on
the employees

Employees
Welfare
Programme
Wills and Death Benefits
Medical Scheme for
Employees

A
flexible
workplace
database management
system that guides the
fight against HIV and
AIDS in the workplace.

To
establish
comprehensive
workplace
database
management systems on
human resources, labour

Maintain both paper

and electronic data
base system on human
resource, labour costs
and related facilities in

~ 32 ~
National HIV & AIDS Workplace Policy

attrition, labour costs and

related facilities in the
fight against HIV and
AIDS

the fight against HIV and

AIDS.
Workplace inspections
on database by the
ministry responsible for
Labour issues.
Standardization
and
updating
of
source
documents
for
maintaining records on
human resource, labour
costs
and
related
facilities in the fight
against HIV and AIDS.
Executive
regular
research
on
labour
market issues and HIV
AND
AIDS
at
the
workplace.
Mobilise resources for
database management
systems
at
the
workplace.
Provide for a strategic
institution for database
management

~ 33 ~
National HIV & AIDS Workplace Policy

7.0 MONITORING AND EVALUATION FRAMEWORK

Specific Objective

Indicator

Source
data

To promote VCT for

surveillance purposes
for all employees
whose results will not
be
used
for
employment
purposes
at
the
workplace.

%age
response on
VCT
promotion

To develop and
promote sustainable,
appropriate and
effective HIV and
AIDS prevention and
control programmes
in the workplaces
and create a safe
and conducive
working environment
for employees at the
workplace.

To
develop
and
promote sustainable,
appropriate
and

of

Baseline
data/cur
rent
situation

Key milestones

Responsibility
implementation

for

Biennial
HIV
and
AIDS
workplace
study

Annual
VCT
week execution

Employers,
Ministry of
Centre
Research,
Malawi

MOL, Unions,
Health, NAC,
for
Social
University of

0%
age
response on
prevention
control
program

HIV and AIDS

workplace
study

Seminar
Presentation on
prevention an
control program

Employers,
Ministry of
Centre
Research,
Malawi

MOL, Unions,
Health, NAC,
for
Social
University of

%age
response of
availability

HIV and AIDS

workplace
study

Employers, MOL, Unions,

Ministry of Health, NAC,
Centre
for
Social

~ 34 ~
National HIV & AIDS Workplace Policy

Time frame

Regular
Biennial

effective HIV AND

AIDS treatment, care
and
support
programmes in the
workplace at the
workplace

of
the
program

To
promote
and
protect the rights of
all employees and
ensure
that
enjoyment
of
employee
benefits
and
dismissal
or
redundancy are not
based on the HIV
Status or gender of
an employee at the
workplace.

%age
response on
Antidiscriminatio
n policy

HIV AND AIDS

workplace
study

To
promote
appropriate
and
effective ways of
managing
the
impact
of
AIDS
pandemic in the
work places and on
the employees at the
workplace

%age
response on
affectivity of
program

HIV and AIDS

workplace
study

To
establish
comprehensive
workplace database
management

%age
response of
the
availability

HIV AND AIDS

workplace
study

Research
Malawi

University

Seminar
presentation on
staff recruitment
and
staff
benefits

Employers,
Ministry of
Centre
Research,
Malawi

MOL, Unions,
Health, NAC,
for
Social
University of

Seminar
presentation on
effectiveness of
programs

Employers,
Ministry of
Centre
Research
Malawi

MOL, Unions,
Health, NAC,
for
Social
University of

Employers,
Ministry of
Centre
Research

MOL, Unions,
Health, NAC,
for
Social
University of

~ 35 ~
National HIV & AIDS Workplace Policy

of

systems on human
resources,
labour
attrition, labour costs
and related facilities
in the fight against
HIV and AIDS at the
workplace

of
comprehen
sive
database

To make available of
National Workplace
Policy

Published
workplace
policy
document

To make available
comprehensive
workplace policy at
the workplace

To make available
workplace policy at
the workplace

Malawi

2008

%age
response on
availability
of
workplace
policy at the
workplace

Ministry
of
Labour- Policy
document

Seminar
published
document

of

Social partners (Tripartite)

MOL, NAC, Ministry of
Health

Seminar
Presentation

Social partners (Tripartite)

MOL, NAC, Ministry of
Health

Seminar
Presentation

Social partners (Tripartite)

MOL, NAC, Ministry of
Health

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National HIV & AIDS Workplace Policy